INNOVATE RECONCILIATION ACTION PLAN MAY 2020 – MAY 2022 Poetic text gifted by Elder Dr Uncle Lewis Yarluburka O’Brien and the Kaurna Warra Pintyanthi Language Committee1 Gifted to the Reconciliation Action Plan from Arrernte Traditional Owners, on the occasion of Flinders University’s 50th anniversary. Alice Springs where the Flinders Poche Centre and Centre for Remote Health are located.

Reciprocity of ideas and ‘two way’Yara learning that takes place in a shared place. Anyente-IrremeMoving together (aninte as one urrum)

UtnengeSpirit of (utnunga) the land Purlirna kardlarnaWardlipari is the home riverngadluku in the Milky Way. Themiyurnaku stars are the fires of the yaintya people living there. tikkiarna.

Gifted to the Flinders University Reconciliation Plan from the Committee. Yurarlu yurakauwi trruku-ana

Together Waatu in partnership Yurakauwi padninthithe rainbow serpent goes Wardlipari. into the dark spots in the Milky Way.

NguyanguyaReconciliation muri

Ngaiyirda karralikaWhen the outer world kawingka and the sky connect withtikainga the water the two yara become one. kumarninthi.

PirrkuMessage, story 1 Gift of Words video: https://www.flinders.edu.au/about/indigenous-commitment page 2 page 3 Message from Reconciliation Acknowledgment of Country is delighted to welcome Flinders University to the Reconciliation Action Plan Flinders University was established on the lands of the (RAP) program by formally endorsing its inaugural Innovate RAP. Kaurna nation, with the first University campus, Bedford As a member of the RAP community, Flinders University joins over 1,000 dedicated corporate, Park, located on the ancestral body of Ngannu near government, and not-for-profit organisations that have formally committed to reconciliation . Warriparinga is a significant site in the through the RAP program since its inception in 2006. RAP organisations across Australia are complex and multi-layered Dreaming of the Kaurna turning good intentions into positive actions, helping to build higher trust, lower prejudice, and ancestor, Tjilbruke. For the Kaurna nation, Tjilbruke was a pride in Aboriginal and Torres Strait Islander cultures. keeper of the fire and a peace maker/law maker. Tjilbruke is part of the living culture and traditions of the Kaurna Reconciliation is no one single issue or agenda. Based on international research and people. His spirit lives in the Land and Waters, in the benchmarking, Reconciliation Australia defines and measures reconciliation through five Kaurna people and in the glossy ibis (known as Tjilbruke critical dimensions: race relations; equality and equity, institutional integrity; unity; and historical for the Kaurna). Through Tjilbruke, the Kaurna people acceptance. All sections of the community—governments, civil society, the private sector, continue their creative relationship with their Country, its and Aboriginal and Torres Strait Islander communities—have a role to play to progress these spirituality and its stories. dimensions. Flinders University acknowledges the Traditional Owners The RAP program provides a framework for organisations to advance reconciliation within and Custodians, both past and present, of the various their spheres of influence. This Innovate RAP provides Flinders University with the key steps locations the University operates on, and recognises their to establish its own unique approach to reconciliation. Through implementing an Innovate continued relationship and responsibility to these Lands RAP, Flinders University will develop its approach to driving reconciliation through its business and waters. activities, services and programs, and develop mutually beneficial relationships with Aboriginal and Torres Strait Islander stakeholders. We wish Flinders University well as it explores and establishes its own unique approach to reconciliation. We encourage you to embrace this journey with open hearts and minds, to grow from the challenges, and to build on its successes. As the Council for Aboriginal Reconciliation reminded the nation in its final report:

“Reconciliation is hard work—it’s a long, winding and corrugated road, not a broad, paved highway. Determination and effort at all levels of government and in all sections of the community will be essential to make reconciliation a reality.”

On behalf of Reconciliation Australia, I commend Flinders University on its first RAP, and look forward to following its ongoing reconciliation journey.

Karen Mundine Chief Executive Officer Reconciliation Australia

page 4 page 5 Flinders University’s collective vision is to Our Business Aboriginal and/or Torres Strait Islander staff are foster an environment that recognises and predominantly in the College of Medicine and Public Core business embraces Aboriginal and Torres Strait Islander Health (including the Poche Centre for Indigenous Health) peoples, knowledges and cultures. This vision Established in 1966, Flinders University was named the Office of Indigenous Strategy and Engagement, and for reconciliation is grounded in the concepts after the European navigator Captain Matthew the College of Humanities, Arts and Social Science. of togetherness, reciprocity, and respect. Flinders who, as part of the 1801-1803 Investigator The Enterprise Agreement 2019-2022 states at section Voyage circumnavigated Australia (Sydney to Sydney) 11.2 that the University “will use its best endeavours to Achieving this vision for reconciliation accompanied by Kuring-gai man Bungaree from 1802- achieve, by the nominal expiry date of the Agreement requires courage, generosity, integrity 1803. (30 June 2022) Aboriginal and Torres Strait Islander and truth-telling. Flinders University Undergraduate, postgraduate and research training employment of 3% of full-time equivalent University staff at recognises that Indigenous2 people are courses are offered across six Colleges and online for the date of operation of the Agreement”7. the descendants of the first peoples of the some 26,000 students. The University has more than Lands and Waters of Australia and have 5,000 international students from more than 90 countries. occupied, enjoyed, utilised and managed Geographic Footprint Bedford Park campus has on-site accommodation for 500 these Lands and Waters since time Since inception Flinders University has expanded its students. immemorial.3 footprint and operates on the Traditional Lands and waters Research strengths include biomedical and clinical We respect and recognise the long-held of the Arrernte, Boandik, Erawirung, , Kaurna, sciences, culture, policy and society, health and human philosophies, knowledges, research, Larrakia, , , , , behaviour, molecular science and technology, defence, strengths and contributions of Aboriginal Warumungu and peoples. engineering, and water and environment. In the latest and Torres Strait Islander communities in Excellence in Research Australia assessment 90% of Flinders University has three Adelaide campuses at this country. As a University community we Flinders University’s research has been rated world Bedford Park, Tonsley and Victoria Square with a regional commit to reconciliation as part of everyday standard or above4. footprint spanning Burra, Renmark, Mount Gambier, practice and acknowledge the vital role Murray Bridge, Nuriootpa and Victor Harbor in South it can play in building understanding and Flinders has a strong focus on rural and remote area Australia to Alice Springs, Darwin, Katherine, Nhulunbuy acceptance of our shared histories, as we education, in Central Australia and the Top End in the and Tennant Creek in the Northern Territory. The University work towards a shared future. Northern Territory and Flinders Rural Health South also delivers its programs online and these students may Australia which operates in the centre and east of South This Innovate Reconciliation Action Plan be located in any State or Territory of Australia. Australia. Internationally, Flinders jointly provides courses (RAP) is part of Flinders University’s with leading universities in China, Hong Kong SAR, ongoing work to increase Aboriginal Sphere of Influence Malaysia, and Singapore. and Torres Strait Islander community As a globally connected public institution of higher participation, retention and success learning, Flinders University recognises its role in in higher education and commits to Education (students) and Employment (staff) the community to lead by example and commits to celebrating Indigenous success and self- The University’s Strategic Plan’s Pillar ‘Engagement and communicating and championing the vision and actions of determination. Impact’ commits Flinders to “engage with Indigenous this Innovate RAP through our many and varied networks, This is a whole-of-University responsibility. Australians, students, staff and the community to respect including: Indigenous knowledge systems and perspectives, and to progress Indigenous advancement in education, research, • University Council; employment and wellbeing.” The University is committed to • Senior Executive; education, health and wellbeing in the Northern Territory, John Bulunbulun (Ganalbingu, Australian) • Academic and Professional staff; born 1946, Maningrida, Central Arnhem Land, and other regional, rural and remote communities. Northern Territory • Industry Partners; died 2010, Darwin, Northern Territory 5 In 2018 (the latest full year data) the University enrolled • Network of more than 105,000 alumni in over 100 Untitled 1996 26,082 students, 360 of whom identified as Aboriginal natural pigments on stringy bark countries; and 92.6 x 41.8 cm and/or Torres Strait Islander which constitutes 1.6% of the • Universities Australia, Innovative Research Universities Flinders University Art Museum Collection 3108 total domestic student enrolments of the University.6 Image © John Bulunbulun /Licensed by Australia, Engagement Australia, and International Aboriginal Artists Agency, 2019 In 2018 Flinders University employed 958 academic staff Network of Universities. and 1,328 professional staff of whom 49 identified as Aboriginal and/or Torres Strait Islander comprising 1.6% of our workforce.

2 In the context of Flinders University, its existing Indigenous Frameworks, the role Pro Vice-Chancellor (Indigenous) and policies and procedures which align with the Federal Government terminology in Higher Education, in this Innovate RAP Flinders University uses the term Indigenous interchangeably with Aboriginal and Torres Strait Islander peoples. OUR VISION FOR 3 Flinders University Indigenous Engagement Framework (FIEF): https://www.flinders.edu.au/content/dam/documents/about/indigenous-engagement-framework.pdf 4 Excellence in Research for Australia 2018, Flinders University rating 89.7%, rounded up to 90% 5 Student data return to the Federal Government: https://www.flinders.edu.au/about/fast-facts/student-staff-numbers 6 Flinders Business Analytics RECONCILIATION 7 Enterprise Agreement 2019-2022: https://staff.flinders.edu.au/employee-resources/working-at-flinders/enterprise-agreement page 6 page 7 Our Path to Reconciliation In the subsequently refreshed Strategic Plan 2012-201611 the University committed to implementing the Flinders John Kundereri Moriarty AM was the first Aboriginal Indigenous Engagement Framework (FIEF) to meet these person to graduate from Flinders University in 1971. Over objectives. the past five years Indigenous student enrolments have grown by 38% to 362 enrolments in 2018, of which seven Flinders University adopted the FIEF in 2013 which Indigenous PhD students and 24 Medical Doctors (in the provided a mechanism for enabling the University past five years) have graduated. community to be responsible for Indigenous engagement. The framework acknowledged the comparative levels of In 1990 the University established its first Aboriginal disadvantage experienced by in Support Program8, which became the Yunggorendi9 their living standards, life expectancy, education, health Indigenous Education Program in 1994. Since then the and employment and was based on three underlying program has evolved in size and remit to become the principles: Office of Indigenous Strategy and Engagement10 (OISE), led by a senior academic as Dean, Indigenous Strategy 1. Recognition and respect for Indigenous peoples, and Engagement. OISE provides strategic leadership knowledges and cultures; for the University including Aboriginal and Torres Strait 2. Integrated, university-wide strategies, policies and Islander perspectives in programs, recruitment and programs; and support of Indigenous students, the recognition of 3. High expectations with clear goals. Indigenous knowledges and perspectives, the promotion of teaching and research in Indigenous studies, and the With the University endorsement of the FIEF, Flinders Flinders University staff and community Elders at the Flinders University Poche Centre for Indigenous Health in Alice Springs. Back left to right: Ali Baker, Mervyn Penangke Rubuntja, Barbara Richards, Theresa Penangke Alice, Shane Mohor, Andrew Kemarre Davis, Maree Meredith, Kath Martin, Amelia Kngwarreye Turner, Simone Tur, Pat Miller, Renelle Davis. employment of Indigenous staff. University also recognised the 2007 United Nations Declaration on the Rights of Indigenous Peoples12, in Indigenous academics within Yunggorendi First Nations The University’s current Strategic Plan, Making a In receiving this cultural gift, Flinders University has particular Article 15 “Indigenous peoples have the right Difference - The 2025 Agenda 15, launched in March 2016 acknowledged that its physical location at Bedford Park Centre for Higher Education and Research (restructured to the dignity and diversity of their cultures, traditions, into the Office of Indigenous Strategy and Engagement) outlines our commitment to: engaging with Indigenous holds great cultural significance to the Kaurna people with histories and aspirations which shall be appropriately Australians, students, staff and the community, respecting a deep and long history of place. These Kaurna sentiments have worked in partnership with and delivered Indigenous reflected in education and public information.”13 Studies and Education topics into Education and Indigenous knowledge systems and perspectives and are publicly inscribed in the physical landscape of the Humanities degree programs for over two decades. In The Flinders University Poche Centre for Indigenous Health progressing Indigenous advancement in education, University in the heart of the Bedford Park campus. 2012 Yunggorendi was awarded an Office for Learning was established at Bedford Park in 2011, followed by nodes research, employment and wellbeing. Our Values and In 2017 Flinders University, along with all universities and Teaching, Citation for Outstanding Contributions to in Alice Springs in 2012 and Darwin in 2016. The Poche Ethos statement commits the University through the Core in Australia, committed to implement the Universities 16 Student Learning, For sustained, dedicated, inspirational Centre is dedicated to developing Aboriginal and Torres Value of Integrity to “Championing diversity and equality Australia Indigenous Strategy 2017-202018. and far-reaching contributions to the education of pre- Strait Islander leaders and building the health workforce. of opportunity, respecting peoples from all nations, cultures, and backgrounds”. Requiring our institution to In 2018 Flinders University first registered its intent with service teachers of Indigenous students in compulsory In the same period Flinders University developed an Reconciliation Australia to develop a Reconciliation 14 “embrace diversity and promote equity, inclusion and topics in the School of Education. These programs have Indigenous Workforce Strategy with the aim to deliver Action Plan. been led by Indigenous academics and have provided sustainable employment and economic engagement social responsibility”. In line with this value, The 2025 In 2019 the University provided greater focus for core curriculum to Education students and Social Work opportunities for Indigenous people at the University. In Agenda puts People and Culture as the first of four pillars Indigenous leadership within the University by replacing students at the university April 2019 this was updated. on which it is based. the Dean Indigenous Strategy and Engagement with its In its 2010 – 2014 Strategic Plan Inspiring Flinders The year of 2016 was a significant milestone for th inaugural Pro Vice-Chancellor Indigenous. Future, Flinders University committed to a vision of cultural the University as it celebrated it 50 anniversary. To inclusivity for Aboriginal and Torres Strait Islander peoples, commemorate this occasion the University was gifted with an aim to increase the prominence and status of Kaurna words and knowledge statements by Kaurna Elder Indigenous cultures, knowledge and studies. Increasing Uncle Lewis Yarluburka O’Brien, and the Kaurna Warra 17 the participation of, and opportunities for, Indigenous staff Pintyanthi Language Committee . and students was a core part of this vision.

8 Established through the Commonwealth equity grant funds through the Language and Learning Unit for Indigenous Students 9 Yunggorendi is a Kaurna word meaning “to inform, to communicate, to impart knowledge” FLINDERS 10 Website for the Office of Indigenous Strategy and Engagement (OISE): https://staff.flinders.edu.au/colleges-and-services/oise 11 Strategic Plan 2014-2016: https://issuu.com/flindersuniversity/docs/flindersfuturefocus_strategicplan 12 United Nations Declaration on the Rights of Indigenous Peoples accepted and adopted by the Government of Australia in 2009 13 United Nations Declaration on the Rights of Indigenous Peoples: https://www.un.org/development/desa/indigenouspeoples/wp-content/uploads/sites/19/2018/11/UNDRIP_E_web.pdf RECONCILIATION 14 Flinders University Indigenous Workforce Strategy: https://www.flinders.edu.au/content/dam/documents/jobs/indigenous-workforce-strategy.pdf 15 Flinders University strategic plan Making a Difference – The 2025 Agenda: https://www.flinders.edu.au/about/strategy 16 Flinders University Core Values and Ethos statement: https://www.flinders.edu.au/about/strategy/values-ethos 17 Gift of Words: https://www.flinders.edu.au/about/indigenous-commitment ACTION PLAN 18 Universities Australia Indigenous Strategy 2017-2020 https://www.universitiesaustralia.edu.au/policy-submissions/diversity-equity/universities--indigenous-strategy-2017-2020/ page 8 page 9 Why now Reconciliation Action Plan Governance Members of the RAP Steering Committee Co-Chair: Professor Clare Pollock Deputy Vice-Chancellor (Students), Office of the Deputy Flinders University has committed to consulting, Our Governance structure is representative of both were invited to join the Committee by Vice-Chancellor (Students) developing and implementing an Innovate RAP following Academic and Professional Staff at all levels of the the Co-Chairs to ensure inclusion of two decades of incremental advances in prioritising University. There are four people represented on the Indigenous and non-Indigenous members Co-Chair: Professor Jonathan Craig Indigenous engagement in higher education. Through Steering Committee who have identified as Indigenous, Vice President and Executive Dean, College of Medicine this Innovate RAP and our ongoing commitment to and nine on the RAP Working Group. from across academic and professional and Public Health implementation, we will be working across our staff, areas of the University. The RAP Steering student and alumni community to increase respectful Champions Ms Karen Ashford recognition, knowledge and awareness Aboriginal and Committee members included: Director, Media and Communications, Office of Torres Strait Islander cultures, histories and contributions. To take this forward, Deputy Vice-Chancellor (Students) Communication, Marketing and Engagement Professor Clare Pollock and Vice-President and Executive The University, through this inaugural Innovate RAP, Dean, College of Medicine and Public Health Professor Dr Ali Gumillya Baker seeks to build on the achievements made under the Jonathan Craig, members of the University’s Senior interim Pro Vice Chancellor (Indigenous), Office of Indigenous Engagement Framework, and to further Executive Team, nominated to advocate for this process Indigenous Strategy and Engagement commit to improving the lives and well-being of Indigenous across the institution. To support this consultation Australians and ‘closing the gap’. The University seeks across the University community Professor Tom Calma Ms Monica Barolits-McCabe to create an environment that is culturally inclusive in (former) Manager, Flinders NT, College of Medicine and AO, Chancellor of the University of Canberra and Co- all aspects of its business. As a University community Public Health Chair of Reconciliation Australia volunteered his time we acknowledge the emotional labour, particularly for to facilitate consultations forums across our locations, Aboriginal and Torres Strait Islander communities, and Mr Steve Barrett and with University Council. National ratification of this the responsibilities associated with reconciliation. The Director, People and Culture, Corporate Services, People Innovate RAP signifies the University’s commitment to strategies in this Innovate RAP aim to directly contribute and Culture reconciliation, by which we can benchmark our progress to: on strategic initiatives and actions. Ms Liz Larkin • increasing Indigenous participation, retention and Executive Officer, Poche Centre for Indigenous Health, success in higher education, and College of Medicine and Public Health • increasing levels of economic and social participation Dr Maree Meredith for Indigenous people and their communities Deputy Director, Poche Centre for Indigenous Health, • increasing cultural competence for all staff and College of Medicine and Public Health students. Ms Lisa O’Neill Reconciliation Actions Plans are nationally recognised as Manager, Equal Opportunity and Diversity, Corporate a proven model to achieve positive change across wide Services, People and Culture and diverse organisation. Flinders University has identified that an Innovate RAP is the next step in its journey. Ms Callista Thillou Our RAP demonstrates the commitment by Flinders Executive Director, Communications, Marketing and University’s Senior Leadership to progress the whole Engagement, Office of Communication, Marketing and organisation towards respectful recognition of Aboriginal Engagement and Torres Strait Islander cultures and contributions. Associate Professor Simone Ulalka Tur interim Pro Vice Chancellor (Indigenous), Office of Indigenous Strategy and Engagement

Nyurapayia Nampitjinpa (/Pintupi, Australian) born c1935, Kaltukatjara near Docker River, Northern Territory died 2013

Untitled 2007 synthetic polymer paint on linen 90.6 x 90.8 cm

Gift of Emeritus Professor JVS Megaw and Dr M Ruth Megaw Flinders University Art Museum Collection 4461 Image © Nyurapayia Nampitjinpa /Licensed by Aboriginal Artists Agency, 2019 RECONCILIATION ACTION PLAN STEERING COMMITTEE page 10 page 11 An all staff and all student call was made for Dr Matt Fisher Dr Samantha Schulz members of the University committee who Senior Research Fellow, Southgate Institute for Health, Lecturer, Sociology of Education, College of Education, Society and Equity, College of Medicine and Public Health Psychology and Social Work wished to express an interest in joining the Working Group. All those who expressed an Mrs Emma George Mr Keenan Smith Lecturer, Occupational Therapy, College of Nursing and President, Flinders Indigenous Student Association and interest were subsequently invited to join Health Sciences Student Access Unit Student Ambassador, Flinders the Working Group. The RAP Working Group University Student Association Ms Veronica Ghee members include: Library Manager, Teaching and Learning Services, Ms Jody St Clair Corporate Services Business Manager and Coordinator Yunggorendi Co-Chair: Professor Clare Pollock Student Engagement, Office of Indigenous Strategy and Deputy Vice-Chancellor (Students), Ms Katie Hazell Engagement Office of the Deputy Vice-Chancellor (Students) People and Culture Coordinator, Corporate Services, People and Culture Ms Callista Thillou Co-Chair: Professor Jonathan Craig Executive Director, Communications, Marketing and Vice President and Executive Dean, Dr Jean-Marc Hero Engagement, Office of Communication, Marketing and College of Medicine and Public Health Senior Lecturer in Biology, College of Science and Engagement Engineering Ms Karen Ashford Associate Professor Simone Ulalka Tur Director, Media and Communications, Office of Dr Michelle Jones acting joint Pro Vice Chancellor (Indigenous), Office of Communication, Marketing and Engagement Senior Lecturer, College of Education, Psychology and Indigenous Strategy and Engagement Social Work Dr Ali Gumillya Baker Mr Doug Turner acting joint Pro Vice Chancellor (Indigenous), Professor Mike Kyrios Associate lecturer Aboriginal and Torres Strait Islander Office of Indigenous Strategy and Engagement Vice President and Executive Dean of the College of Health, Flinders Rural Health SA, College of Medicine and Education, Psychology and Social Work Public Health Ms Monica Barolits-McCabe (former) Manager, Flinders NT, College of Medicine and Ms Liz Larkin Dr Annabelle Wilson Public Health Executive Officer, Poche Centre for Indigenous Health, Senior Research Fellow, Southgate Institute for Health, College of Medicine and Public Health Society and Equity, College of Medicine and Public Health Mr Steve Barrett Director, People and Culture, Corporate Services, Dr Kenneth Lo Dr Christopher Wilson People and Culture Academic Status, College of Medicine and Public Health Senior Lecturer, History and Archaeology, College of Humanities, Arts and Social Sciences Dr Mariette Berndsen Mr Cameron Maher Lecturer, Psychology, College of Education, Network Services Lead, Digital Platforms and Operations, Psychology and Social Work IDS, Corporate Services

Professor Tim Carey Dr Maree Meredith (former) Director, Centre for Remote Health, Deputy Director, Poche Centre for Indigenous Health, College of Medicine and Public Health College of Medicine and Public Health

Mr Bas De Groot Mr Simon Moore Senior Records Management Officer, Principal Facilities Contracts Manager, Property, Facilities Digital Business Services Division, Corporate Services and Development, Corporate Services Mr Isaiah Omamogho Indigenous Student Support Officer, Office of Indigenous Strategy and Engagement

Ms Lisa O’Neill Manager, Equal Opportunity and Diversity, Corporate RECONCILIATION Services, People and Culture Ms Fiona Salmon Director, Flinders University Museum of Art (FUMA), ACTION PLAN Office of Communication, Marketing and Engagement WORKING GROUP page 12 page 13 LONG WAY HOME

Insight into the ‘tile’ artwork featured Yunggorendi is a special place. For Indigenous students throughout this publication new to university life, just how special becomes clear on a day in February every year. Tables are set-up outside, food is prepared, old hands and new join to make friendships… and art. Stories and laughter are shared and each participant marks the occasion by etching and painting a tile. Each tile finds its place in a mosaic of styles and colours to celebrate creativity, diversity and unity of purpose. The parts form an emblematic whole to be built into the material and cultural fabric of the Yunggorendi building. A home-away-from home is imagined, inscribed and identified this way. I know the comfort this small ritual engenders because my tile is there to see, touch and talk about whenever I feel the need. I was gifted a place at the table – as a non-Indigenous staff member – and have a mark fused into the marks of others in a large and growing totemic expression of community context. This way of making art is a testament to enduring presence. It lends authority to the transforming acts of teaching and learning in a place dedicated to belonging and community. The distance between self and home can seem vast but there are days, for all of us who have been privileged to share the space, when the art of Yunggorendi brings home Each tile finds its place in a mosaic of closer and shows a better way of being where and who styles and colours to celebrate creativity, we are. diversity and unity of purpose. The parts form an emblematic whole to be built Gus Worby into the material and cultural fabric of Emeritus Professor Yunggorendi the Yunggorendi building.

First printed in 2011 in Long Way Home - A celebration of 21 years of Yunggorendi First Nations Centre page 14 page 15 RELATIONSHIPS Flinders University respects and recognises the long-held philosophies, knowledges, research, strengths and contributions of Aboriginal and Torres Strait Islander communities in this country. As a University community we commit to reconciliation as part of everyday practice and acknowledge the vital role it plays in building understanding and acceptance of our shared histories, as we work towards a shared future. Action Deliverable Timeline Responsibility We understand that respect and cultural humility are fundamental to establishing and sustaining a diverse, inclusive and values-based community. 3. Promote Define what reconciliation means to Flinders University July 2020, Pro Vice-Chancellor reconciliation and develop a Communication Plan to internally and 2021 (Indigenous) Action Deliverable Timeline Responsibility through our externally communicate our commitment to reconciliation. Meet with local Aboriginal and Torres Strait Islander Aug 2020, Pro Vice-Chancellor Develop and implement strategies to engage our staff July 2020, Director, People and 1. Establish sphere of and maintain stakeholders and organisations to develop guiding Feb 2021, Aug (Indigenous) in reconciliation. 2021 Culture 2021, Feb 2022 influence. mutually principles for future engagement. Develop and implement strategies to engage our August 2020, Deputy Vice-Chancellor Develop and implement an engagement plan to work Dec 2020, Pro Vice Chancellor beneficial students in reconciliation. 2021 Students with Aboriginal and Torres Strait Islander Stakeholders 2021 (Indigenous) relationships Explore opportunities to positively influence our external April 2020, Executive Director, Office and organisations to understand research, education stakeholders to actively support reconciliation. Dec 2020 of Communication, with and community priorities, and identify how the Marketing and Engagement Aboriginal University can meaningfully work in partnership to Scope and list relationships with peak Aboriginal and August 2020, Pro Vice-Chancellor and Torres address these. Torres Strait Islander education bodies and collaborate 2021 (Indigenous) Strait Islander Continue to build capacity in curriculum and content Dec 2020, Deputy Vice-Chancellor to advance reconciliation, to share successes, areas of stakeholders design through involving Elders and community leaders 2021 Students development and learn from each other. and in program development. Incorporate Aboriginal and Torres Strait Islander July 2020, University Secretary Identify University Boards and Committees that require Oct 2020, University Secretary organisations. perspectives in the review of Flinders University 2021 Aboriginal and/or Torres Strait Islander people’s 2021 policies and procedures. representation. Explore engaging with Reconciliation In Education July 2020, Pro Vice-Chancellor Develop an Indigenous Governance structure for the July 2020, Vice-Chancellor and Network for . 2021 Learning and Teaching University, with internal and external representation, 2021 Pro Vice-Chancellor Innovation including Aboriginal and Torres Strait Islander (Indigenous) Promote Reconciliation Australia’s Narragunnawali: Semester 2, Dean Education, College of stakeholders and organisations. Reconciliation in Education online platform to all Initial 2020, 2021 Education Psychology and 2. Build Circulate Reconciliation Australia’s NRW resources 27 May - 3 Executive Director, Office Teacher Education staff and students. Social Work relationships and reconciliation materials to our staff and students. June 2020, of Communication, Invite Reconciliation Australia’s Narragunnawali team November Director, Marketing through 2021, 2022 Marketing and Engagement to deliver a public seminar about reconciliation to the 2020, 2021 RAP Working Group members to participate in an 27 May - 3 Chair, RAP Working Group celebrating University community. external NRW event. June 2020, Promote the Flinders University ratified Innovate May 2020, Director, Media and National 2021, 2022 Reconciliation Reconciliation Action Plan in Flinders in Touch (staff 2021, 2022 Communications Encourage and support staff and senior leaders to 27 May - 3 College Vice Presidents newsletter) and other communications channels Week (NRW). participate in at least one external event to recognise June 2020, and Portfolio Heads encouraging staff to sign up to the Narragunnawali and celebrate NRW. 2021, 2022 News mailing list. Promote NRW events to students. 27 May - 3 Deputy Vice-Chancellor 4. Promote Work with Aboriginal and Torres Strait Islander staff August 2020, Director, People and June 2020, Students and/or advisors to review our Equal Opportunity policy 2021 Culture 2021, 2022 positive race relations to reference structural discrimination and explain how Develop an annual program of reconciliation events at 27 May - 3 Executive Director, Office it affects Aboriginal and Torres Strait Islander people. Flinders University. June 2020, of Communication, through anti- Communicate this policy annually to students and staff. 2021, 2022 Marketing and Engagement discrimination Review and revise all organisational policies and November University Secretary Register Flinders’ NRW events on Reconciliation 27 May - 3 Director, Marketing strategies. procedures to ensure that they demonstrate 2020, 2021 Australia’s NRW website. June 2020, a consistent and active attention to our RAP 2021, 2022 commitments; the five dimensions of reconciliation; and Provide advice for academic staff on how to promote Oct 2020, Pro Vice-Chancellor, Aboriginal and Torres Strait Islander cultural protocols. National Reconciliation Week through their teaching 2021 Learning and Teaching Raise awareness, knowledge and comprehension August 2020, Pro Vice-Chancellor and learning programs. Innovation amongst senior leaders, staff and students about the 2021 (Indigenous) Develop an annual active program of events in addition May 2020, Executive Director, Office effects of racism through engagement in discourses on to NRW events to create a greater shared understanding 2021, 2022 of Communication, decolonisation, that is, the conscious effort to increase of reconciliation, and to celebrate and educate our Marketing and Engagement understanding and prioritisation of Aboriginal and communities about Aboriginal and Torres Strait Islander Torres Strait Islander peoples’ cultures and values. languages, cultures, histories, and knowledges. Review our staff awards programs to recognise August 2020, Director, People and Host a University event (exhibition) to celebrate 20 27 May - 3 Director, Marketing achievements towards reconciliation and positive race 2021 Culture years of Reconciliation Week. June 2020 relations. page 16 page 17 Action Deliverable Timeline Responsibility RESPECT 6. Develop, communicate and implement cultural protocol July 2020, Pro Vice-Chancellor Flinders University respects and recognises the long-held philosophies, knowledges, research, strengths and contributions of Aboriginal and Torres Strait Demonstrate to increase staff understanding of the purpose and 2021 (Indigenous) Islander communities in this country. As a University community we commit to reconciliation as part of everyday practice and acknowledge the vital role it can respect to significance of cultural protocols, including protocols for play in building understanding and acceptance of our shared histories, as we work towards a shared future. Welcome to Country and Acknowledgement of Country. Aboriginal We will demonstrate respect by partnering with Aboriginal and Torres Strait Islander staff and students, and with Aboriginal and Torres Strait Islander Develop clear processes for engaging Aboriginal and July 2020, Pro Vice-Chancellor communities more broadly, to develop a culture of trust, empowerment and a shared sense of purpose. and Torres Torres Strait Islander people to conduct Welcome to 2021 (Indigenous) We understand that respect and cultural humility are fundamental to establishing and sustaining a diverse, inclusive and values-based community. Strait Islander Country including a list of key contacts for organising peoples by and maintaining respectful relationships. Action Deliverable Timeline Responsibility observing Invite a local Traditional Owner or Custodian to provide June 2020, Senior Events Coordinator 5. Increase Consult relevant Elders and other Traditional Owners November Pro Vice-Chancellor cultural a Welcome to Country or other appropriate cultural 2021 understanding, and/or Aboriginal and Torres Strait Islander advisors on 2020 (Indigenous) protocols. protocol at significant events each year and include value and the development of a cultural learning strategy for our an Acknowledgement of Country or other appropriate staff. protocols at the commencement of important meetings. recognition Cultural learning: a) Conduct a review of cultural June 2020 Director, People and Culture Explore the opportunity of engaging Elders in June 2020, Vice President and of Aboriginal learning needs within Flinders University, b) Provide Residence, with particular priority given to the Poche 2021 Executive Dean, College and Torres opportunities for RAP Working Group members, People Centre. Medicine and Public Health Strait Islander and Culture Business Partners, and other key leadership 7. Build Encourage RAP Working Group members to participate First week in Chair, RAP Working Group cultures, staff to participate in formal and structured cultural respect for in an external NAIDOC Week event. July, 2020, learning, and c) communicate and promote opportunities histories, Aboriginal 2021 for cultural learning for staff and students. Review HR policies and procedures to remove barriers June 2020 Director, People and Culture knowledge and Torres and rights Develop, implement and communicate a cultural learning Jun 2020, Pro Vice-Chancellor to staff participating in NAIDOC Week. strategy for our staff. 2021 (Indigenous) Strait Islander through cultural Develop and respectfully distribute a calendar of local First week in Executive Director, Office of Continue to deliver, and commit to broadening the December Deputy Vice-Chancellor cultures and and national dates (including NAIDOC Week) of July 2020, Communication, Marketing learning. reach of Aboriginal and Torres Strait Islander cultural 2021 Students histories by significance to reconciliation, and to Aboriginal and 2021 and Engagement content so that all students encounter and engage with celebrating Torres Strait Islander people in our community. Aboriginal and Torres Strait Islander cultural content as NAIDOC week. Promote and encourage participation in external Jul 2020, 2021 Executive Director, Office of integral part of their course of study. NAIDOC events to all staff. Communication, Marketing Promote Universities Australia’s Indigenous Strategy November Deputy Vice-Chancellor and Engagement 2017-2020 Good Practice Principles for embedding 2020 Students 8. Celebrate Celebrate and profile the achievements of our Aboriginal May 2020, Dec Director, Media and Aboriginal and Torres Strait Islander peoples’ histories, and/or Torres Strait Islander students through internal 2020, May Communication cultures and knowledges within the curriculum. Aboriginal and Torres (Flinders in Touch) and external media. 2021, Dec In line with the Universities Australia Indigenous June 2020 Deputy Vice-Chancellor 2021, May Strategy 2017-2020 ensure that all internal course and Students Strait Islander 2022 accreditation processes formally involve Indigenous cultures and Develop and respectfully distribute a calendar of local First week in Executive Director, Office of consultation or input. histories. and national dates (including NAIDOC Week) of Jul 2020, 2021 Communication, Marketing Continue to develop our library of resources authored August 2020, University Librarian significance to reconciliation, and to Aboriginal and and Engagement and/or collaboratively developed by Aboriginal and 2021 Torres Strait Islander people in our community. Torres Strait Islander people. Leverage the University’s special collections, including August 2020 Director, Flinders University the nationally significant collection of Aboriginal and Art Museum Torres Strait Islander art collection, and the Don Dunstan collection to assist in driving cultural learning. Develop Guiding Principles for future campus October 2020 Vice President Corporate development around the Flinders Village that reflect the Services University’s commitment to Aboriginal and Torres Strait Islander peoples, and where appropriate incorporate in the design of cultural spaces for the community that recognise and build on Aboriginal and Torres Strait Islander peoples’ ways of connecting with place and valuing the environment.

page 18 page 19 OPPORTUNITIES Flinders University’s strategic plan Making a Difference – The 2025 Agenda places People and Culture as its foremost priority, since our success depends on the achievements of our people, and it is our culture that will sustain that success into the future. We will work in all areas of our core business to increase Aboriginal and Torres Strait Islander community participation, retention and success in higher education to reduce social and economic barriers and increase the health and wellbeing of Aboriginal and Torres Strait Islander peoples. Championing diversity and equality of opportunity creates a vibrant, values-based community, and enriches the cultural fabric of the University. We recognise that we have a responsibility for leadership in thought and in action that contributes to equity, equality, inclusiveness, respect and empowerment, and that this is not something to be achieved for, but with Aboriginal and Torres Strait Islander people. Through this Innovate RAP we will be increasing the cultural capabilities of graduates and connecting our graduates with the oldest continuing cultures, and thereby increasing awareness and respect for this, and future generations.

Action Deliverable Timeline Responsibility Action Deliverable Timeline Responsibility 9. Improve Build understanding of current Aboriginal and Torres July 2020, Director, People and Culture 11. Improve Increase uptake of scholarships for students of January 2020, Business Manager, Office Aboriginal and Torres Strait Islander peoples. July 2020, of Indigenous Strategy and employment Strait Islander staffing to inform future employment and 2021 graduate professional development opportunities. outcomes by January 2020, Engagement outcomes by July 2021 Review current engagement with Aboriginal and Torres July 2020, Chair, Flinders Indigenous increasing the increasing Review our recruitment and admission procedures to January 2021, Deputy Vice-Chancellor Strait Islander staff on Chair, Flinders Indigenous 2021 Workforce Strategy recruitment, Aboriginal Workforce Strategy Committee to strengthen our Committee promote equal and equitable access for Aboriginal and 2022 Students and Torres recruitment, retention and professional development retention and Torres Strait Islander peoples with a target of increasing Strait Islander strategy. completion Aboriginal and Torres Strait Island participation rate of peoples’ Appoint an Indigenous Employment Coordinator in July 2020 Director, People and Culture of Aboriginal 1.9% by 2025. recruitment, People and Culture and/or Torres Seek feedback from students of Aboriginal and Torres July 2020, Vice President Corporate Strait Islander background currently accessing on- 2021, 2022 Services retention and Review HR and recruitment procedures and policies to June 2020, Director, People and Culture Strait Islander campus accommodation on how they can be better professional remove barriers to Aboriginal and Torres Strait Islander 2021 students. participation in our workplace: supported, and review accommodation accordingly, development. particularly in light of the future campus development a) Investigate developing a casual register for Aboriginal through the Flinders Village. and Torres Strait Islander applicants (similar to the Increase opportunities for Aboriginal and Torres January 2021 Pro Vice Chancellor generic casual register) Strait Islander students to share their feedback and (Indigenous) b) Create an Expression of Interest register for experiences relating to enrolment, teaching/learning, and Aboriginal and Torres Strait Islander people to register assessment processes. to be considered for any suitable position that may arise Review relationships with secondary schools in our July 2020 Director, Student in the following 12 months network and identify any opportunities to support Recruitment c) Advertise job vacancies to effectively reach Aboriginal school-tertiary educational transitions for Aboriginal and and Torres Strait Islander stakeholders. Torres Strait Islander students. Monitor implementation of the University’s Employment Mar and Sep Chair, Flinders Indigenous Review the Work Integrated Learning placement June 2020 WIL Manager Strategy for Indigenous Australians to ensure progress 2020, 2021, Workforce Strategy program to ensure appropriate relationships with towards our target of Aboriginal and Torres Strait 2022 Committee industry professionals in our network to support Islander staff comprising 3% of full-time equivalent education-workplace transitions. University staff19. 12. Increase Develop and implement an Aboriginal and Torres Strait July 2020 Associate Director, Colleges and Portfolios to develop action plans December College Vice Presidents and Aboriginal Islander Procurement Strategy. Procurement Services for Aboriginal and Torres Strait Islander peoples’ 2020 Portfolio Heads and Torres Review procurement practices to remove barriers to November Associate Director, employment as part of the Indigenous Workforce procuring goods and services from Aboriginal and 2020, 2021 Procurement Services Strait Islander Strategy. Torres Strait Islander businesses. supplier 10. Increase Consult and develop a Research Strategy working with December Deputy Vice-Chancellor Communicate to staff actions arising from the Aboriginal Dec 2021, May Vice President Corporate diversity support for our community that reflects research topics relevant to 2020, 2021 Research and Torres Strait Islander Procurement Strategy for 2022 Services Aboriginal and Torres Strait Islander peoples. to support researchers procurement of goods and services from businesses Explore the opportunity and feasibility of develop December Deputy Vice-Chancellor improved owned and/or operated by Aboriginal and Torres Strait of Aboriginal an early career academic pathways program and 2020, 2021 Research economic Islander peoples. and Torres mechanisms for incentivising recruitment of Aboriginal and social Develop commercial relationships with businesses November Vice President Corporate Strait Islander and/or Torres Strait Islander PhD students. owned and/or operated by Aboriginal and Torres Strait 2020, 2021 Services outcomes. background. Develop a mentoring program to match Aboriginal and July 2020, Deputy Vice-Chancellor Islander people. Torres Strait Islander Early Career Researchers with 2021 Research Investigate Supply Nation membership. Nov 2020 Pro Vice-Chancellor Senior Researchers. (Indigenous)

19 Flinders University Enterprise Agreement 2019-2022: https://staff.flinders.edu.au/content/dam/staff/pc/enterprise-agreement/enterprise-agreement-2019-2022.pdf page 20 page 21 GOVERNANCE Action Deliverable Timeline Responsibility 13. Establish Maintain Aboriginal and Torres Strait Islander peoples’ May 2020, Chair RAP Working Group and maintain an representation on the RWG. 2021, 2022 effective RAP Establish and apply a Terms of Reference for the RWG. May 2020, Executive Officer, RAP 2021, 2022 Working Group Working group Meet at least four times per year to drive and monitor May and Oct Executive Officer, RAP (RWG) to drive RAP implementation. 2020, 2021, Working Group governance of 2022 the RAP. 14. Provide Define resource needs for RAP implementation. May and Nov Chair RAP Working Group appropriate 2020, 2021, support for 2022 Engage our senior leaders and other staff in the delivery May and Nov Chair RAP Working Group effective of RAP commitments. 2020, 2021, implementation 2022 of RAP Define and maintain appropriate systems to track, May and Nov Manager, Equal Opportunity commitments. measure and report on RAP commitments. 2020, 2021 and Diversity Appoint and maintain an internal RAP Champion from May 2020, Vice-Chancellor the Senior Executive. 2021, 2022 15. Build Complete and submit the annual RAP Impact 30 September Pro Vice Chancellor accountability Measurement Questionnaire to Reconciliation Australia. 2020, 2021 (Indigenous) and Report RAP progress to all staff and senior leaders June, Chair RAP Working Group, twice a year. December Pro Vice-Chancellor transparency 2020, 2021 (Indigenous) through Publicly report our RAP achievements, challenges and June 2020, Executive Director, Office of reporting RAP learnings, annually. 2021 Communication, Marketing achievements, and Engagement challenges and Investigate participating in Reconciliation Australia’s May 2020, Director People learnings both biennial Workplace RAP Barometer. 2022 and Culture internally and externally. 16. Continue our Register via Reconciliation Australia’s website to begin December Executive Officer, RAP reconciliation developing our next RAP. 2021 Working Group journey by developing our next RAP.

page 22 page 23 Contact details RAP Co-Chair Professor Clare Pollock Deputy Vice-Chancellor (Students) Office of the Deputy Vice-Chancellor E: [email protected] T: 08 8201 5581 RAP Co-Chair Professor Jonathan Craig Vice President and Executive Dean College of Medicine and Public Health E: [email protected] T: 08 8201 7672 RAP Executive Support Callista Thillou Executive Director, Office of Communication, Marketing and Engagement E: [email protected] T: 08 8201 5262 page 24